关于人力资源管理的基本认识PPT培训课件讲义.ppt

* * * * * * * * * * * * * * * * * * * * * * * * * * EmployeeCommunications.Improving how employees communicate with each other will be key to any substantial gains in how knowledge workers increase productivity. Because many companies use teams to do work, often without supervision in the traditional sense. For example, teams using work group programs such as Lotus Notes rely on team members for real-time input into projects and reports, often integrating inputs from several different specialists across the company. Training.In a world of change, knowledge must be constantly reacquired, retooled, and reinvented to reflect changes in customer preferences and competitive practices. HRM must take the lead in providing continuing training to knowledge workers for the company to stay competitive. Controlling BenefitsCosts.Many companies have now gone to defined contribution plans for retirement and benefits accounts for health related care. In both cases, the employee must manage decisions about the accounts and HRM must help employees learn about their choices and responsibilities. PerformanceEvaluation.As corporations continue to downsize and reengineer, pressure continues to build for accurate measures of performance. HRM must design performance evaluation measures that identifies the bottom-line contributions of knowledge workers. Employee Recruitment andSelection.In the information age, hiring the best, brightest, and most motivated people becomes even more critical than before. IncentivePay.Knowledge workers tend to have more a sense of entrepreneurship than traditional workers and may respond better to incentive pay where compensation is linked to performance outcomes. Instructor’s Note: The lecture material relates to the issues in the text but is based on extra-textual information. * * * * 关于人力资源管理的基本认识 旧迷思 新事实 因为喜欢与人相处 创造企业竞争力 任何人都可从事 专业人员 无法量化 财务绩效 着重成本控制 创造价值 坚守政策 保护员工 人资人员必须协助经理人 追随流行 积极行动而非传道说教 好好先生 勇于对抗挑战 人力资源部门的事 部门经理人与人资人员共同努力 阻碍人力资源工作者变成专业人员之迷思 人力资